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Original Article

Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

Journal of Korean Academy of Nursing Administration 2014;20(2):206-214.
Published online: March 31, 2014

1Department of Nursing, Suwon University, Korea.

2Department of Nursing, Korea Bible University, Korea.

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Corresponding author: Lee, Haeyoung. Department of Nursing, Hoseo University, 20 Hoseo-ro, 79 beon-gil, Baebang-eup, Asan 336-795, Korea. Tel: +82-41-540-9537, Fax: +82-41-540-9558, hylee@hoseo.edu
• Received: January 8, 2014   • Revised: February 12, 2014   • Accepted: February 25, 2014

Copyright © 2014 Korean Academy of Nursing Administration

This is an open access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited.

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  • Purpose
    In this study factors affecting job satisfaction and turnover intention of nurses were explored in the context of organizational culture, self-leadership, and empowerment.
  • Methods
    Participants were 286 nurses drawn from 3 general hospitals. Data were analyzed using t-test, one-way ANOVA, Pearson correlation, and hierarchial multiple regression with the SPSS/WIN 18.0 program.
  • Results
    Significant differences in job satisfaction and turnover intention were found according to organizational culture types. Significant positive correlations were found between self-leadership, empowerment, task oriented organizational culture, relationship oriented organizational culture, innovation oriented organizational culture and job satisfaction. On the other hand, significant negative relationships were found between empowerment, relationship oriented organizational culture, innovation oriented organizational culture and turnover intention. The factors that enhance job satisfaction were found to be higher innovation-oriented organizational culture. Lower turnover intention was shown to be positively associated with relationship- or innovation oriented organization culture.
  • Conclusion
    Innovation oriented organizational culture is needed in order to raise job satisfaction and reduce turnover intention of nurses.
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Table 1
Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)
jkana-20-206-i001.jpg

Post-hoc comparison=Scheffé.

*p<.05.

Table 2
Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)
jkana-20-206-i002.jpg

Post-hoc comparison=Scheffé.

*p<.05.

Table 3
Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)
jkana-20-206-i003.jpg
Table 4
Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)
jkana-20-206-i004.jpg

*Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

Figure & Data

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    Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses
    J Korean Acad Nurs Adm. 2014;20(2):206-214.   Published online March 31, 2014
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    Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses
    J Korean Acad Nurs Adm. 2014;20(2):206-214.   Published online March 31, 2014
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    Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses
    Effects of Organizational Culture, Self-Leadership and Empowerment on Job Satisfaction and Turnover Intention in General Hospital Nurses

    Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)

    Post-hoc comparison=Scheffé.

    *p<.05.

    Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)

    Post-hoc comparison=Scheffé.

    *p<.05.

    Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)

    Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)

    *Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

    Table 1 Differences in Job Satisfaction and Turnover Intention according General Characteristics of the Participants (N=286)

    Post-hoc comparison=Scheffé.

    *p<.05.

    Table 2 Differences of Job Satisfaction and Turnover Intention according to Organizational Culture (N=286)

    Post-hoc comparison=Scheffé.

    *p<.05.

    Table 3 Correlation of Job Satisfaction, Turnover Intention, Self-leadership, Empowerment to Organizational Culture (N=286)

    Table 4 Factors Affecting Job Satisfaction and Turnover Intention of Participants (N=286)

    *Dummy variables: salary (low=0), marital status (unmarried=0), education level (college=0).

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